Comments on: Goldman Sachs Is Terminating Poor Performers. You Should Too https://www.evilhrlady.org/2023/09/goldman-sachs-is-terminating-poor-performers-you-should-too.html Everything to make HR better Tue, 12 Sep 2023 15:42:55 +0000 hourly 1 https://wordpress.org/?v=6.9.4 By: Dinwar https://www.evilhrlady.org/2023/09/goldman-sachs-is-terminating-poor-performers-you-should-too.html#comment-238328 Tue, 12 Sep 2023 15:42:55 +0000 https://www.evilhrlady.org/?p=7397#comment-238328 The problem is that this often turns into “lean staffing”, where you have just enough people to handle the workload. And the problem with THAT is that as soon as someone gets sick or quits or gets promoted, everyone goes from 100% to 120% booked. That very quickly becomes standard, and everyone burns out.

I’m not saying that trimming dead wood is bad. But there are inherent risks to this that are worth considering. If you trim too far, you lose flexibility and become fragile as an organization.

]]> By: MariaRose https://www.evilhrlady.org/2023/09/goldman-sachs-is-terminating-poor-performers-you-should-too.html#comment-238319 Mon, 11 Sep 2023 19:05:46 +0000 https://www.evilhrlady.org/?p=7397#comment-238319 When did requiring the workers to do the job hire for, became a need to force evaluations on performance on the job? Isn’t feedback on performance a necessary and ongoing process in every job? The only thing “quiet quitting” established was that some jobs don’t really require a major effort and if you wished to progress further in your career plans (get a promotion), you might have to put in more effort.
Requiring a worker to do the job that they were hired for is not demanding but an essential reason you have the job. Maybe sometimes the review of the performance may sound overly demanding and one has the right to ask for explanations and re-training, but eventually to keep the job everyone has to perform the minimum effort required because no one gets paid to just show up to work.

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